The above information can basically determine the key abilities of the employer: written expression ability and communication ability. Company requirements: recognize the company's philosophy and values. Knowledge requirements: a travel guide to a certain area. 2. Thousands of miles away (1) lack of "telephone interview"? At least there is a phone call to inform the interview. Normally, Hu Xiao's resume will indicate the location, but HR did not explain the problem of transportation expenses in different places-it may be the unspoken rule of "no explanation, no" by default; Of course, even if you don't go, Hu Xiao will go;
(3) increase the evaluation of the network? This is the practice of many large companies or Internet companies. This kind of evaluation includes personality, values, psychology and certain ability, which can avoid some risks-both sides; Forgot to start a business;
It can be seen that the responsibility for the "distant" incident lies not in HR, but in Hu Xiao's own expectations. I've done this once. It doesn't matter once. I remember a girl from China married an American boy and returned to the United States together. The girl said to the boy, I came to America with you all the way, so you should be good to me! The young man said: This is your choice. Yes, it's your choice, not mine. 3. The problem of pouring water (1) As a company that advocates "classless distinction", it is no problem to say that there is no pouring water, and the key point is to show this respect for people in the whole process;
(2) There is only one reasonable situation of "disrespecting" the candidate in the interview-stress interview, so is stress interview used here? Is it necessary to adopt it? The key depends on the work content and environment of this position. This is a fast-growing company, which needs to communicate with moderators, users and other departments frequently. The task is tedious and single, which requires people's psychological quality. It is ok to use stress interview moderately.
(3) Is there any disrespect in the interview? From the perspective of being a man, respect is mutual, but from the perspective of HR profession, it is necessary to respect candidates, and it can even be said to be one-way!
You don't have to pour water, you can even replace the front desk with a signboard, or you can use stress interview, but it is necessary for HR to respect candidates-even if you don't respect your candidates. 4. Can Hu Xiao find employment? (1) written expression ability-ok; Southeast Asia tourism strategy-also need to look at the specific evaluation criteria; Communication ability-judging from the interview information, it is unqualified-using inappropriate communication methods and not knowing how to read and read; Agree with the company's philosophy and values-it should still be possible unless there is other information during the interview;
(2) There are three unqualified conclusions: Wukong-"not suitable for coming to Beijing", HR-"personal experience does not match the job-hunting intention", and HR interview reason-"one-way communication, lack of listening"; What Wukong said can be ignored-he is a professional, and the notice of HR is the key point; As far as the interview is concerned, there is something wrong with Hu Xiao's interview performance-he has no experience and has a bifurcated position in the "market", so that his job hunting intention is not clearly expressed. Personal experience to see the specific requirements of the company-regional tourism strategy knowledge requirements;
So as far as the interview is concerned, I won't admit Hu Xiao. Second, the public relations process (1): blunt, passive and slow; When Hu Xiao came to the company again, HR still kept a high profile. With the cooperation of Hu Xiao, things are getting worse and worse in the inevitable direction. Things are not always on the opposite side. "Business is not in love."
(2) result: complete failure.
The key of public relations is: active and quick response. HR lacks sensitivity, perhaps inexperience. And judging from the development process of things, as long as the company and HR show a little sincerity and tolerance, public opinion will easily be one-sided-perhaps as Weibo said "to protect young people". To sum up: 1, from the traditional point of view, poor travel network as a startup company, HR is competent! It's just that we can do better in the interview process and methods-it's not a question of ability, it's a question of willingness and timing. 2. From the perspective of HR in the new era, HR needs to be changed. As HR, the market we are facing has changed, supply and demand have changed, and the post-90s generation has also brought about structural changes. "I can't cross the mountain", branding is the only way to cope. HR is the direct embodiment of the employer's brand and the most superficial. Internally, it includes details such as system, process, and even tips of interview instructions. 3. Poor travel network can at least be faster in public relations, and it is easy to find ways to protect Hu Xiao and ensure the positive image of the company. Generally speaking, the main problem on the surface of this matter is that HR did not handle public relations well at first, and the essence is that HR did not adjust according to the changes in the environment. This is an era when everyone is regarded as an individual, not a screw or a long-term worker! As HR, we still have a long way to go. Encourage each other!